Citi

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Citi Global Decision Management, Bangalore

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Principal Analyst  in  Bangalore (India)
Current Employee - Principal Analyst in Bangalore (India)

Pros

Good learning, Friendly work environment, Central location

Cons

Constrained growth opportunities, Limited mobility within the broader organization

Recommends
Neutral Outlook

Other reviews for Citi

  1.  

    Good enviroment, great people but BAD economical conditional (in general)

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Analyst  in  Milan (Italy)
    Former Employee - Analyst in Milan (Italy)

    Pros

    people, experience, international enviroment, big company

    Cons

    they are not hiring
    bad economical condition

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
  2. 4 people found this helpful  

    Good experience. Highly driven colleagues. Poor Work-Life balance for IT. Cost-based decision making.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Information Technology & Project Management  in  Singapore (Singapore)
    Current Employee - Information Technology & Project Management in Singapore (Singapore)

    Pros

    - Due to the sheer size of the organization, there is good potential to gain a wide experience in and beyond your current role.
    - There are a lot of highly-driven colleagues you can learn from.
    - Unless there's a restructuring drive, you are pretty much safe with your job as long as you are delivering the minimum required.
    - Regional management keeps on communicating and encouraging "career mobility" within the organization, and normally publishes job opportunities. (Caveat: see "Cons" section)
    - Citi maintains a good reputation and its name is well recognized by other potential employers.

    Cons

    - Is constantly undergoing globalisation and restructuring. Redundant positions are identified every now and then, and therefore, job security is relatively low especially in the past two years.

    - There is no clear policy for lowering the impact of potential lay-offs to affected employees. It’s a hush-hush topic. We've known a few colleagues who were laid off suddenly. For some slightly lucky ones (typically foreigners) in other departments, they are given advance notice and are given the option of being “right-shored” to their home countries, or be laid off. But, unfortunately, there is no concerted effort to find internal job transfers within Singapore for them despite being the largest banking employer in Singapore.

    - Contract staff members are unofficially and practically treated as second-class employees despite their huge proportion in Citi's manpower in Singapore --- and even if their roles are exactly the same as their permanent counterparts. Indirect contract staffs (from employment agencies) are insensitively called "non-employees" and had their email names tagged with "NE" for easy identification. They are officially excluded from some events (e.g., dinner & dance party), professional trainings, and access to some informational intranet sites --- even if announcement emails are sent to everyone.

    - Nominations to several types of awards/commendations are exclusive to "perms" even if projects or achievements that merited the award were a concerted effort done by mixed teams of perm and contract personnel.

    - Regional IT and project management teams constantly experience stress and work life imbalance due to the international scope of their roles and the sheer number of IT projects. It is quite normal to see colleagues working late nights in the office or remotely from their homes. Some extreme cases happen when roles are often maximised to the point of exhaustion. We've heard recently of colleagues who recently suffered serious medical condition during or after a project go-live.

    - Management openly encourages "career mobility" as an option for Citi staff, but it is an open secret that opportunities are practically based on who-you-know. Formal recruitment screenings of all applicants seem to be just optional for hiring managers. Equal opportunity for all applicants is not a theme being followed.

    - Meritocracy does not seem to be solid. Top leaders usually speak of the bank's performance and needs rather than it's people during town hall meetings.

    Advice to ManagementAdvice

    Citi is a good organization overall and my intention is to highlight concerns:
    - On the use of Citi's career site: Promote real career mobility. Prove that hiring is based on merit and equal treatment. Please track the number of interviews hiring managers actually make, and how/where they get they hires from (e.g., via Citi's career site, or via direct referral).
    - Top heads should look first-hand on the impact of their restructuring efforts to the well-being of their employees.
    - Please establish a solid guideline and tracking of how people are laid off and explore ways to retain talent resource. The goal is to ensure that employees should not be laid off without exploring the possibility of transferring them to other departments that may require their existing capabilities. Prioritise them for internal job postings.

    Recommends
    Neutral Outlook
    No opinion of CEO
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